Ireland Leave Laws and Holidays

Ireland observes 9 public holidays. If employees are required to work on a public holiday, they are entitled to an additional day's pay, a paid day off within a month, or an additional day of annual leave.

Notice periods do not apply to public holidays as these are set days observed nationwide.

Public holidays are automatically granted, and no approval is needed unless the employee needs to work on these days, in which case normal work scheduling rules apply.

There are no additional quotas for public holidays; the days are fixed and mandated by law.

Public holidays do not accrue; they are fixed dates in the calendar.

Carry over rules do not apply to public holidays as they are specific calendar dates that do not change.

Public holidays are not subject to payout on termination as they cannot be accrued.

There is no end of year payout for public holidays.

If an employee works on a public holiday, they are entitled to certain benefits such as additional pay or a compensatory rest day, as mandated by law.

Employees are entitled to four weeks of paid annual leave per leave year. This can be calculated based on the employee's work schedule: 1/3 of a working week for each month the employee works at least 117 hours, 8\% of the hours worked in a leave year, or 4 working weeks where the employee has worked at least 1,365 hours.

The notice period for taking annual leave is not specifically legislated, and thus can vary according to employer's annual leave policy. However, it is common practice to give notice as far in advance as possible.

Annual leave must be approved by the employer. Employers have the right to determine the timing of annual leave, taking into account work and personal requirements as stipulated by law.

Additional annual leave over the statutory entitlement is generally at the discretion of the employer and is not mandated by law.

Annual leave accrues based on the amount of time worked. Employees earn about 8\% of the hours they work, up to 4 working weeks per year.

The carryover of unused annual leave is subject to the employer's policy. Some employers allow carryover of a certain number of days into the next year, while others insist on leave being used within the year it is accrued.

When employment ends, employees are entitled to payment for any accrued but unused annual leave.

There is generally no payout for unused annual leave at the end of the year unless the employer's policy specifically allows for this or the employment contract ends.

In addition to annual leave, employees are entitled to public holidays. If a public holiday falls on a day an employee normally works, they are entitled to a paid day off on that day, an additional day of annual leave, or an extra day's pay.

Adoptive leave entitlements allow 24 weeks starting from the day of the child's placement, with an option for additional unpaid leave.

At least 4 weeks' notice is required before beginning adoptive leave, similar to maternity leave regulations.

Like other forms of leave, adoptive leave must be approved by the employer, following the provision of proper notice.

Following the initial 24 weeks, employees may take up to 16 additional unpaid weeks of adoptive leave.

Adoptive leave is a statutory entitlement for eligible employees and does not accrue over time.

Adoptive leave must be used within the timeframe allowed by law and cannot be carried over to subsequent years.

Unused adoptive leave does not result in a payout upon termination since the leave is tied to a specific adoption event.

There is no end of year payout for adoptive leave as it must be used in relation to the adoption event.

Employees on adoptive leave retain all employment rights (except wages), and the period of leave is treated as though they have been in employment.

Sick leave is not mandated by Irish law, and is typically provided at the discretion of the employer. The duration and pay during sick leave can vary significantly depending on the company policy.

Employees are generally required to inform their employer as soon as possible if they are unable to work due to illness.

Sick leave does not typically require approval, but employees must notify their employer according to the company's sick leave policy, which may require a doctor's note after a certain number of days.

Additional sick leave is at the discretion of the employer. Some employers may offer extended sick leave benefits either voluntarily or as part of a negotiated labor agreement.

Sick leave does not usually follow an accrual system like annual leave. It is granted on a as-needed basis.

Sick leave generally does not carry over to the next year as it is intended for immediate use during an illness.

Unused sick leave is not paid out on termination as it is not accrued or considered earned leave.

There is no payout for unused sick leave at the end of the year.

While employers may not provide sick leave, employees may qualify for Statutory Illness Benefit from the Department of Social Protection if they have sufficient social insurance contributions.

Carer's leave allows an eligible employee to take up to 104 weeks of unpaid leave to provide full-time care for a person in need of full-time care and attention.

The employee must provide at least 6 weeks' notice, including a medical certificate to prove the requirement for full-time care.

Carer's leave requires approval from the employer, and the need for care must be validated with appropriate documentation.

While the maximum is 104 weeks, additional leave may be negotiated depending on the circumstances and employer policies.

Carer's leave is not accrued but is a statutory entitlement up to the maximum duration specified.

Carer's leave must be used within the 104 weeks limit and cannot be extended beyond this without specific provisions.

There is no financial payout for unused carer's leave upon termination, as it is unpaid leave.

There is no end of year payout for carer's leave as it does not involve any remuneration.

Employees are protected under employment law during carer's leave, maintaining their rights except for pay. This includes the accrual of annual leave and preservation of job position.

Eligible employees, typically new fathers, are entitled to 2 weeks of paternity leave, which can be taken within the first 6 months following the birth or adoption of a child.

Employees are required to give at least 4 weeks' notice before the expected week of birth or the week of adoption placement.

Paternity leave requires approval from the employer, and the notice must be adhered to unless there are exceptional circumstances.

The quota for paternity leave is fixed, and additional paternity leave is not generally provided under Irish law.

Paternity leave is a statutory right and does not accrue over time; it is available as a block per eligible child.

Paternity leave cannot be carried over beyond the initial 6 months after the child's birth or adoption.

There is no payout for unused paternity leave upon termination, as it is specifically tied to the event of a child's birth or adoption.

There is no end of year payout for paternity leave as it must be used within a specific timeframe.

Eligible employees may qualify for Paternity Benefit from the Department of Social Protection if they have sufficient PRSI contributions.

Eligible employees can take up to 26 weeks of maternity leave, with the possibility to extend for an additional 16 weeks of unpaid leave. The payment for the leave depends on the terms of the employer's maternity policy or employment contract.

Employees must notify their employer of their intention to take maternity leave at least 4 weeks before they plan to commence leave.

Maternity leave is a statutory right and does not require approval, but employees must comply with the notice requirements to facilitate workplace planning.

After the initial 26 weeks of maternity leave, employees can opt to take up to 16 additional weeks of unpaid maternity leave. This extension does not require employer approval but must be notified in advance.

Maternity leave does not accrue over time; it is a once-off entitlement per pregnancy.

Carry over does not apply to maternity leave as it is granted per pregnancy and must be taken within specific time frames around the birth.

Maternity leave is not subject to payout on termination as it must be used within a specific time frame surrounding the birth event.

There is no end of year payout for maternity leave as it does not accrue.

Employment laws provide strong protection against dismissal for employees who are on or plan to take maternity leave. Employers must not penalize an employee in any way due to her pregnancy or maternity leave.

Employees are entitled to paid force majeure leave of up to 3 days in any 12-month period, or 5 days in a 36-month period, to deal with emergencies involving a family member.

Given the urgent nature of situations that warrant force majeure leave, employees are required to notify their employer as soon as reasonably possible.

Force majeure leave does not typically require prior approval due to its urgent and unforeseeable nature. However, evidence or explanation of the emergency may be required afterwards.

The statutory limits for force majeure leave are strict, and additional leave beyond these limits is not generally available.

Force majeure leave does not accrue but is available up to the statutory limits as and when needed.

There is no carry over of unused force majeure leave; the entitlement limits reset per the statutory cycle (either annually or triennially).

There is no payout for unused force majeure leave upon termination of employment.

Unused force majeure leave does not carry over nor is it paid out at the end of the year.

Force majeure leave is intended to deal with emergencies directly involving the employee's immediate family members, such as a spouse, child, or parent.

Compassionate leave is not mandated by law in Ireland and is offered at the discretion of the employer. The duration and conditions of such leave can vary significantly.

Employees should inform their employer as soon as possible, though the specific requirements can vary depending on the employer's policy.

Compassionate leave typically requires employer approval, and the terms of the leave are usually outlined in the employment contract or company policy.

Any additional compassionate leave is at the discretion of the employer and would be based on company policy rather than statutory entitlement.

Compassionate leave does not accrue and is granted based on specific circumstances as determined by employer policy.

There are no carry over rules for compassionate leave as it does not accrue and is based on individual situations.

There is no payout for unused compassionate leave upon termination, as it is generally not a statutory entitlement.

There is no end-of-year payout for compassionate leave, as it is not accrued and is granted on an as-needed basis.

The provision and handling of compassionate leave are largely determined by company policy, which can specify the circumstances under which it is granted and any limitations.

Eligible employees are entitled to 26 weeks of unpaid parental leave for each child, which can be used until the child reaches 12 years of age or 16 years if the child has a disability.

Employees must provide at least 6 weeks' notice prior to the commencement of parental leave.

Parental leave requires approval from the employer, following the submission of the required notice.

The quota for parental leave is fixed by law and additional leave beyond the 26 weeks is not typically available.

Parental leave does not accrue but is a fixed entitlement per child as stipulated by law.

While parental leave must be used by certain age thresholds, arrangements on how it is taken (e.g., in one block or split) can be flexible and agreed with the employer.

There is no payout for unused parental leave upon termination as it is unpaid leave.

Parental leave does not involve payment and thus has no end of year payout implications.

While on parental leave, employees are entitled to the same rights as if they were working, except for remuneration. Employment rights, including accrual of annual leave and public holidays, are preserved.